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A community service division emanated from more than 50 years in education at all levels, spurred by international exposure and long years of partnership with UK institutions. We develop rewarding partnerships that help our clients bring about lasting improvements to their performance and growth. We work with businesses, individuals, families, schools, entrepreneurs, professionals and corporates to enable forward thinking that invigorate and galvanize their potential to embrace true results.

After Sarah had accomplished her University degree in Economics at Cairo University in 2008, she discovered her passion towards training where she could positively impact. She worked as an English Instructor at Berlitz for 5 years along with providing various soft skills and other workshops to students as well where she believed she would add value through her scope of work. Then, she decided to direct her passion towards Human Resources so she started her studies in this field and completed her Human Resources Management certificate in American University, Cairo.

In 2014, she started working in Training and Organization Development department where she started to utilize the analytical skills she learned from her study in Economics in addition to the experience and skills she developed by working as a trainer and finally the Human Resources educational background.

Through her work in MSA University, Sarah supervised Career Placement students in organizing successful Employment Fairs from 2014 till 2016. She was proud to help the students further develop their potentials and give them a chance to sprout in addition to other tasks including; conducting Competency-based interviews and working in Alumni recruitment services.

Also, she created the Leadership Competency model for the University which was used in the Talent Management Program she launched in 2016. The program’s purpose was identifying a pool of talents who would be future potential leaders. Through the selection process, candidates were subject to assessments she created including; psychometric tests, interviews, case study, role plays and project.

It has always been important for both employee and supervisor to communicate and provide a clear image about how things were going regarding the employee’s past performance. Also, the supervisor might also need to see how things were perceived according to the employee’s perspective. However, the employee might see the performance appraisal meeting as a nightmare; once called for this meeting, he/she is getting nervous. This is how the scenario goes in the performance review meeting in probably the best scenario, the manager requests a meeting with the employee for performance review, the manager tries to engage the employee in the meeting by asking questions e.g.: How do you perceive your previous performance? What goals have you accomplished? What goals did you have problems accomplishing?..etc.

Psychometric tests have been used by many Human Resources professionals as an initial selection tool for applicants filtration but, there have been different misperceptions regarding them. Are psychometric tests used only for recruitment purpose? Are psychometric tests really time consuming? Are these tests dependable for evaluation? Should these tests be conducted by psychologists?